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Assignment

1

: Introduction to

Employee Selection and Assessment

You are employed as an HR consultant for a mid-sized bank. The bank employs

2

00 tellers
across its branches. You need to recommend to the bank what to consider when hiring for the
position of Bank Teller. The following pages describes more details on KSAOs, pay statistics
and desired factors for the candidate to possess.

For this first assignment there are three main tasks you need to complete:
• Assignment 1: Part A Employee Selection Exercise
• Assignment 1: Part B Operationalizing Your Assessment
• Assignment 1: Part C Apply Your Assessment Systems

All three tasks should be included in one paper

3

to

5

pages in length, double spaced, use
tables when needed, and use APA format for referencing and citing. Include a cover page and a
reference page.

The following page describes the rubric that will be used to measure your work.

1

Criteria
Grade A
5 points

Grade B

4

.25 points

Grade C
3.75 points

Grade D
3.25 points

Grade F-
0 points

Part A
Employee
Selection
Exercise

Completed all

6

selection method
justifications. The
answers showed a
thorough
understanding of
selection methods.

Completed all 6
selection method
justifications. The
answers showed a
limited
understanding of
selection methods.

One or more
selection method
justifications are
incomplete or
unclear.

Two or more
selection method
justifications are
incomplete or
unclear.

Completely
missing or
incorrect.

Part B
Operationa
lizing Your
Assessmen
t

Completed all five
assessments
accurately. The
answers showed a
thorough
understanding of
rating assessment
factors.

Completed all five
assessments
accurately. The
answers showed a
limited
understanding of
rating assessment
factors.

One or more
assessments are
incomplete or
unclear.

Two or more
assessments are
incomplete or
unclear.

Completely
missing or
incorrect.

Part C
Apply Your
Assessmen
t Systems

Completed table
and three questions
accurately. The
answers showed a
thorough
understanding of
assessment systems.

Completed table
and three questions
accurately. The
answers showed a
limited
understanding of
assessment systems.

Table or questions
were not completed
accurately or are
unclear. One or
more errors were
present.

Table or
questions were
not completed
accurately or are
unclear. Two or
more errors were
present.

Completely
missing or
incorrect.

Writing
Mechanics

Strictly adheres to
standard usage
rules of mechanics:
Conventions of
written English,
including, but not
limited to
capitalization and
punctuation and
spelling. No errors
found. No jargon
used.

Adheres to standard
usage rules of
mechanics:
Conventions of
written English,
including
capitalization and
punctuation and
spelling. One to
three errors found.

Minimally adheres
to standard usage
rules of mechanics:
Conventions of
written English,
including
capitalization and
punctuation and
spelling. Over three
errors found.

Does not adhere
to standard
usage rules of
mechanics:
Conventions of
written English,
including
capitalization
and punctuation
and spelling.
Over ten errors
found.

Completely
missing or
incorrect.

APA
Guidelines
for in-text
citations
and
References

The paper correctly
cites in-text and
lists at least three
resources on the
References page. If
additional sources
are used, they are
included correctly.

The majority of in-
text citations and
the reference are
properly cited;
formatting is
inconsistent/inaccur
ate in a few cases.

References are cited
but incorrectly
under APA style.
The student has
either used another
format or incorrectly
applied the APA
style guidelines.

Inconsistent or
missing in-text
citations; fails to
attribute an
author’s word
through APA
citations.

Completely
missing or
incorrect.

Overall
Score

Grade A
22.5 or more

Grade B
20 or more

Grade C
17.5 or more

Grade D
15 or more

Grade F
0 or more

2

© 2007 SHRM. Marc C. Marchese, Ph.D.

• Receive checks and cash for deposit.
• Examine checks for endorsements and verify other information such as dates, bank names and identification.
• Enter customers’ transactions into computers to record transactions.
• Count currency, coins and checks received to prepare them for deposit.
• Identify transaction mistakes when debits and credits do not balance.
• Balance currency, coins and checks in cash drawers at ends of shifts.

KSAOs
• Customer service skills.
• Basic math skills.
• Knowledge of verification requirements for checks.
• Ability to verify signatures and proper identification of customers.
• Ability to use accounting software.
• High school diploma required, associate’s or bachelor’s degree preferred.
• Previous work experience as a teller or related occupation (cashier, billing clerk) desired.

Key statistics (from O*Net):
• The median 2005 wage for tellers was $10.24 (hourly), $21,300 (annually).
• In 2004, there were approximately 558,000 tellers in the United States.
• Projected growth for this job is slower than average.

Based on this information, the bank decides that the ideal candidate for this position will possess the following factors:

1. Have at least a high school education (bachelor’s or associate’s degree desirable).

2. Have experience as a teller or in a related field (cashier, billing clerk).

3. Be able to perform basic math skills related to banking (for example, count currency quickly and accurately and
balance a cash drawer correctly).

4. Be knowledgeable of verification requirements for bank transactions (for example, errors in checks and proper
identification to authorize transactions).

5. Have good interpersonal skills (for example, speak clearly, make good eye contact and develop rapport easily).
6. Be motivated to work.

ASSIGNMENT ONE : Employee Selection and Assessment

For this exercise, assume you are employed as an HR consultant for a mid-sized bank. The bank employs 200 tellers
across its branches. The following is a partial job description and specification for the bank teller position, based on
information obtained from O*Net. O*Net, or the Occupational Information Network Resource Center, is an online
database containing information on hundreds of standardized and occupation specific descriptors.

Bank Teller Tasks/Duties/Responsibilities
• Cash checks for customers after verification of signatures and sufficient funds in the account.

Assignment 1: Introduction to
Employee Selection and Assessment

3

© 2007 SHRM. Marc C. Marchese, Ph.D.

3. Math skills – selection method: ______________________________________________

Justification:

4. Verification knowledge – selection method: ___________________________________

Justification:

5. Interpersonal skills – selection method: _______________________________________

Justification:

6. Work motivation – selection method: _________________________________________

Justification:

Employee Selection Exercise

[A] Choose the selection methods: Identify which selection method (e.g., résumé, interview, test, role-play
exercise, reference check or personality inventory) you would recommend for each of the six factors listed
above. You can use the same selection method more than once if you believe it is appropriate for more than one
factor. Below is an example of how you might justify using an application form as an appropriate selection
method for education.

2. Work experience – selection method: _________________________________________

Justification:

Assignment 1: Part A
Employee Selection Exercise

1. Education – selection method: _________________________________________

Justification:
4

© 2007 SHRM. Marc C. Marchese, Ph.D.

[B] Operationalize your assessments: Now that you have identified selection methods for the six factors, you must
decide how to score each of these assessments. Based on your responses in part A (“Choose the selection methods”), think
about how each factor may be scored and develop a point system for that factor.

A common approach to performing this task is to have some type of numerical rating system that may include one or
two minimum requirements. Your task is to develop a rubric (point system) to “score” applicants for each of the six
factors. In developing your rubric, review the job description information. The “education” factor is provided for you
below as an example. Remember that tellers need to have a high school diploma, according to the job specification.
Applicants who do not meet this requirement are rejected. College degrees are preferred and receive more points in the
example below.

1. Education assessed via application form.

My assessment:

Points Highest Level of Education

10 Bachelor’s level or higher

6 Associate’s degree

3 High school diploma

Reject Less than high school diploma

2.
Work experience assessed via _________________________________________________ My

assessment:

3. Math skills assessed via _____________________________________________________ My

assessment:

4. Verification knowledge assessed via ___________________________________________ My

assessment:

5. Interpersonal skills assessed via _______________________________________________ My

assessment:

6. Work motivation assessed via ________________________________________________ My
assessment:

Assignment 1: Part B
Operationalizing Your Assessment

5

© 2007 SHRM. Marc C. Marchese, Ph.D.

(C) Apply your assessment systems: Listed below are applicants for the teller position. Based on your answers in part B
(“Operationalize your assessments”), score each of the applicants.

Sample applicant information

Maria Lori Steve Jenna

Education Associate’s degree H.S. diploma G.E.D. Bachelor’s degree

Work experience 4 years as a cashier 1 year as a teller 5 years as a sales
clerk at a national

retail clothing store
chain

Completed a
semester internship

at a bank

Math skills Very strong Marginal Satisfactory Good

Verification knowledge Marginal Strong Satisfactory Strong

Interpersonal skills Very strong Good Good Good

Work motivation Good Good Marginal Strong

Score the applicants

Maria Lori Steve Jenna

Education 6 3 3 10

Work experience

Math skills

Verification
knowledge

Interpersonal skills

Work motivation

(a) Which applicants scored best based on the scores you entered into the table?

(b) What difficulties did you have applying your scoring system?

(c) Based on this applicant data, would you make any changes to your rubrics? If yes, please describe.

Assignment 1: Part C
Apply Your Assessment Systems

6